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How to build a truly engaged team

Eat Sleep Work Repeat

Bruce Daisley

Workplace Culture, Social Sciences, Management, Work, Culture, Business, Science

4.7991 Ratings

🗓️ 29 June 2023

⏱️ 45 minutes

🧾️ Download transcript


If you liked this I actually shared a lot of the data on the newsletter a couple of weeks ago - read that here.

Today's episode is an in depth exploration of the latest Gallup Global Workplace Report, Anna Sawyer, a Principal at Gallup takes us through the findings - and the implications for all leaders.

Get your hands on Gallup’s ‘State of the Global Workplace Report’

Here’s Anna on LinkedIn

I loved the Gallup report on employee burnout (and I cited the results in the show)

We talk a little about the Gallup Q12 criteria that help them form their results, people are asked:

  • I know what is expected of me at work.
  • I have the materials and equipment I need to do my work right.
  • At work, I have the opportunity to do what I do best every day.
  • In the last seven days, I have received recognition or praise for doing good work.
  • My supervisor, or someone at work, seems to care about me as a person.
  • There is someone at work who encourages my development.
  • At work, my opinions seem to count.
  • The mission or purpose of my company makes me feel my job is important.
  • My associates or fellow employees are committed to doing quality work.
  • I have a best friend at work.
  • In the last six months, someone at work has talked to me about my progress.
  • This last year, I have had opportunities at work to learn and grow.

Friendship is ‘the privilege of having been seen by someone and the equal privilege of having been granted the sight of the essence of another’ - David Whyte 

Read the meta-analysis (I *think* only 2020 is released at the moment)

Findings: Median percent differences between top-quartile and bottom-quartile units were:

• 10% in customer loyalty/engagement

• 23% in profitability

• 18% in productivity (sales)

• 14% in productivity (production records and evaluations)

• 18% in turnover for high-turnover organisations (those with more than 40% annualised turnover)

• 43% in turnover for low-turnover organisations (those with 40% or lower annualised turnover)

• 64% in safety incidents (accidents)

• 81% in absenteeism

• 28% in shrinkage (theft)

• 58% in patient safety incidents (mortality and falls)

• 41% in quality (defects)

• 66% in wellbeing (net thriving employees)

• 13% in organisational citizenship (participation)

View the Science Behind the Questions

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Registered reference number 900846. This is Eat Sleep Work Repeat. It's a podcast about workplace culture, psychology and life.


I'm Bruce Tasley.


Thank you for listening. A few weeks ago, I did something where I asked people to get in touch


if they were interested in playing a part in the podcast and I just want you to know that hasn't been


forgotten I've just been busily dealing with out I got hundreds of replies in fact and


suddenly I thought to myself what the hell have I done here and so there is I think really


good stuff in progress but you'll see the results of that in the next month or so.


Today's episode is a subject that I find immensely intriguing.


If you even remotely interested in workplace culture, the dynamics that people have in work and the connection they have with their jobs,


then the Gallup workforce survey work for


survey is probably one of the richest sources of data that we can we can explore


the most recent survey came out a couple of weeks ago and the findings of it


always represent a really sort of eye popping and debate starting and stimulation.


The most recent survey said that 10% of British people


are engaged with their jobs.


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